年資工資制 的英文怎麼說

中文拼音 [niánzīgōngzīzhì]
年資工資制 英文
wage by age system
  • 年 : Ⅰ名詞1 （時間單位） year 2 （元旦或春節） new year 3 （歲數; 年紀） age 4 （一生中按年齡劃分的階...
  • 資 : Ⅰ名詞1 （錢財; 費用） money; wealth; expenses 2 （資質） intelligence; endowment 3 （資格） quali...
  • 工 : Ⅰ名詞1 （工人和工人階級） worker; workman; the working class 2 （工作; 生產勞動） work; labour 3 ...
  • 制 : Ⅰ動詞1 （製造） make; manufacture 2 （擬訂; 規定） draw up; establish 3 （用強力約束; 限定; 管束...
  • 年資 : length of service
  1. Our factory is the hong kong capital sole - source investment enterprise, was established in 1993, is located often east the pingzhen nearby the deep road is close to dongguan train station in the guangdong province dongguan, east station, often tiger highway entrance, the transportation is convenient, the environment is exquisite, from constructs workshop, the dormitory more than 12000 square meters, the existing staff more than 500 people provide the complete set advanced import production equipment, is equipped with “ the system clothes factory ” “ the product design development division ” “ the dye printing department ” “ the washing water factory ”

    本廠是港資獨資企業，成立於1993年，座落於廣東省東莞市常平鎮東深公路旁鄰近東莞火車站、火車東站、常虎高速公路入口，交通方便，環境優美，自建廠房、宿舍12000多平方米，現有員工500多人，配備全套先進的進口生產設備，設有「制衣廠」 「產品設計開發部」 「印花部」 「洗水廠」 。
  2. The wage system for our country ' s public servant set in early 1993, is not just likely random in the respect of carrying out the policy, but also it resulted in new equalitarian, and the impetus of encouraging with wage is ineffective

    摘要1993年確立的我國公務員工資制度，不僅在政策的執行上隨意性較大，而且又出現新的平均主義，工資的激勵力度不足。
  3. Uniform design for products of enterprises : propaganda brochures, service introduction brochures, sample brochures, envelopes, foldouts, dm design for enterprises, product package and various labels, specifications, enterprise buildings, exhibition fair design, sales exhibition rooms, offices, conformation and exhibition of sales shops, neon lights, advertising towers, newspapers, magazines and advertisements, packages, vehicles, sales promotion data, poster advertisements, mailing articles, magazines, lamp - houses, storefronts, card design, annual report books, and cards of employees, work uniforms, business report forms, stocks and so on

    企業所有製品設計：企業宣傳冊、服務介紹冊、產品樣冊、封套、插頁、 dm設計、產品包裝及各種標簽、說明書、企業建築物、展會設計、銷售陳列室、辦公室、銷售店的構造、展示、霓虹燈、廣告塔、報紙、雜志廣告、包裝、車輛、促銷資料、招貼廣告、郵寄用品、刊冊雜志、燈箱、店面、牌卡設計、年度報告冊，還有員工的名片、工作制服、營業報表、股票等等。
  4. Uniform design for products of enterprises : propaganda brochures, service introduction brochures, sample brochures, envelopes, foldouts, dm design for enterprises, product package and various labels, specifications, enterprise buildings, exhibition fair design, sales exhibition rooms, offices, ? conformation and exhibition of sales shops, neon lights, advertising towers, newspapers, magazines and advertisements, packages, vehicles, sales promotion data, poster advertisements, mailing articles, magazines, lamp - houses, storefronts, card design, annual report books, and cards of employees, work uniforms, business report forms, stocks and so on

    企業所有設計：企業宣傳冊、服務介紹冊、產品樣冊、封套、插頁、 dm設計、產品包裝及各種標簽、說明書、企業建築物、展會設計、銷售陳列室、辦公室、銷售店的構造、展示、霓虹燈、廣告塔、報紙、雜志廣告、包裝、車輛、促銷資料、招貼廣告、郵寄用品、刊冊雜志、燈箱、店面、牌卡設計、年度報告冊，還有企業名片、信紙信封、工作制服、營業報表、股票等等。
  5. Some demonstration and extension work based on existing scientific results have been done such as developing grain in large area of land using comprehensive cultivation measures in zibo city in 1987 and research on response of highly yielding crops to potassium and proper distribution of potash fertilizers in double cropping systems supported by ppic in 1990

    已根據現有科技成果作出一些示範推廣工作，如1987年在淄博市用綜合栽培措施在大面積土地上開發糧食生產，以及1990年在ppic資助下研究一年兩作制下高產作物對鉀的反應和鉀肥合理分配。
  6. Statistics provided by census and statistics department c sd on the characteristics of part - time employees and their wage level in the second quarter of 2005

    政府統計處統計處就2005年第二季從事部分時間制工作雇員的特色及其工資水平提供的統計數據
  7. The primary causes of the regime shortage are the state monopoly and the state control over the education. the primary cause of the structure shortage is that the budgetary appropriations are not in favor of the compulsory education and the underdeveloped district. then this article puts forward some suggestion to alleviant these kinds of educational shortage : to raise the repay of human capital ; to initiate a system of public financial regulation ; to increase the government appropriation for education ; to relax the state control over education ; to improve the form of the financial transference expenditure, and so on

    總量性短缺的成因主要是我國人口多、經濟發展水平低，教育投資資本邊際效率遞減趨勢、教育投資預期收益相對偏低等；財政性短缺的主要成因是在國家加快推進工業化特別是優先發展重工業的戰略下，政府財政支出的重點必然傾向物質生產部門，而近二十年的財政制度創新都因利益格局的剛性只能作有限突破等；體制性短缺的成因主要是政府壟斷阻礙各類要素往教育領域的流入等；結構性短缺的成因主要是分級分權撥款體制無法保證教育投資的公平等。
  8. In recent years, international drug trafficking groups have, in collusion with drug traffickers at home, smuggled large quantities of ephedrine out of the country, or engaged in illegal processing and manufacturing of methamphetamine at home in the name of establishing plants with investment, joint ventures for making medicine and production of chemicals for civilian applications and smuggled their products or semi - products out of the country

    近年來，國際販毒集團與國內販毒分子相互勾結，將麻黃素大量走私販運出境，或以投資辦廠、合資制藥、生產民用化學品等為名，在國內非法加工製造「冰」毒，將其成品或半成品走私出境。
  9. In 2000, the government formulated the guidelines on further deepening the reform of the internal distribution system of enterprises and the trial measures on settling wages through collective negotiations, to strengthen the guidance for the wage - related work of enterprises

    2000年，政府制定了《進一步深化企業內部分配製度改革的指導意見》和《工資集體協商試行辦法》 ，加強了對企業工資工作的指導。
  10. Meanwhile, it compared the traditional salary system and pointed out that fixed salary system is the least effective, while the annual salary ignores the long - term performance of the enterprise and can not

    同時也比較性研究了傳統薪酬制度，指出固定工資制是最差的薪酬制度，沒有任何激勵作用；年薪制忽視了企業的長期發展績效，也不能使股東效用最大化。
  11. And these measure are : first stringing then management of work - effect, reducing the rate of fixed salary, combining prize distribution with the work - effect ; second system of standard work - hour that carried out on workers who work in product ion, technical staff setting up technical key task subject, enlarging risk mortgage on managers, year salary for managers ; third floating salary for worker, establishing special training prize fund, flexible management of work - hour, establishing such encouraging system as worker ' s holiday with salary

    在分配機制上降低固定工資的比重，獎金分配與效益直接掛鉤；第二，在考核制度上，在加大對各部門總體經濟指標的考核力度的同時，對職工個人的績效考核力度也逐步加大；第三，在激勵手段上，一線職工實行標準工時考核制度，技術人員設立技術攻關課題，加大管理人員風險抵押，經營者試行年薪制，職工崗位工資浮動管理，設立專項培訓獎勵基金，作息時間彈性管理，建立職工帶薪休假制度等具體激勵措施。
  12. It deals with the management and control of all financial matters and transactions relating to revenue and expenditure. it also co - ordinates the force bids for resources in the annual resource allocation exercise and draft estimates

    該科負責管理和控制一切與警務處收支有關的財政工作事項，並為警隊統籌每年資源分配工作的資源分配申請及有關開支預算草案的事宜。
  13. Besides, under the china government blend the macro - economic policy in 2005, it is highly with restrict the investment in coastal cities with labor ' s intensive industry ; taiwan - base manufacturers investing china are getting less cause to the wage of labors

    此外，在大陸於2005年宏觀調控下，限制勞力密集產業在沿海的投資，產業升級及工資上漲等因素外，臺商以製造生產者對大陸的貿易倚賴相對的減少許多。
  14. So, this paper that is based on the their own characteristics and their status, discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise, and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co., ltd. in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply, we should do seriously the job analyze and post appraisal, and adopt the market pay level which is the hybrid policy. in the additions, in the guidance of the hierarchy of the need theory, takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise, adjusts the ratios of fixed wages and variable wages, uses the annual salary system for the executive, implementing the dual ladders to the managers and the technicians

    為此，本篇論文主要是根據中小鋼鐵企業的自身特點，論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足，並結合水城鋼鐵（集團）公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度，提出了相應的創新思路，即在以留住、激勵關鍵人才為主，以外部招聘員工為輔的思想指導下，認真做好工作分析、崗位評價工作，採取混合政策的市場薪酬水平，同時，在需求層次理論的指導下，根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同採取了不同的薪酬結構設計，調整了特殊人群的固定工資和浮動工資的比例，對經營管理人員實行年薪制，對技術人員和管理人員實行「雙梯制」的職業發展通道，從而確保了薪酬制度的公平性、經濟性、激勵性，不同程度地鼓勵了企業特殊人才的工作積極性和主動性，優化了企業的制度，提高了企業的核心競爭力。
  15. Concerning personnel under paragraph 5, for those wh o were employees, teaching assistants assistant interns or laborers hired under related management regulations authorized by the motc prior to the restructuring of the directorate general of telecommunications, their seniority of service shall be compensated in accordance with regulations of the executive yuan

    第五項人員，曾具電信總局改制前依交通部核備之相關管理法規僱用之業務服務員建技教員佐實習員佐差工之勞工年資，其補償方式，仍依行政院規定辦理。
  16. Macro - factors that influence family support for the elderly include followings : declined parent ' s control power over family ; labor force participation of women, the main care - givers of the family support for the elderly ; decrease in number of children ; migration of the rural youth ; and so on. this study aims at examining on a household basis the living arrangements and economic status of the elderly, the two key issues on exploring the status of the rural elderly during economic transition

    宏觀經濟與社會變化對農村家庭養老的影響主要表現在，經濟的工業化和社會的現代化發展導致了家庭結構的變化以及家庭內財富轉移機制的變化；父母對家庭資源控制力下降；作為養老主要提供者的家庭婦女對社會化勞動的參與；農村家庭子女數下降、農村年輕一代向城鎮地區的移民等等，無一不對農村家庭養老產生重要的影響。
  17. Based on this theory research, we through analyzing the company " compensation actual condition, make sure the developing phase of the company, fond the existent problem, combined with management practice, take professional skill, finally put forward an all new compensation system including : design of the executive annually compensation system, the design of the employee structure compensation system, the design of the sale personnel ' s deducting compensation system. it is expected that this study will be helpful to guide both theory and practice and develop the level of human resources management

    本論文在對薪酬理論全面深入研究的基礎上，通過分析僑立公司發展狀況及薪酬體系現狀，確定公司所處發展階段，找出其問題所在，結合企業現實管理需要，運用薪酬設計的專業技術，提出了僑立公司全新的薪酬體系設計方案，主要包括經營者年薪制的設計、員工結構工資制的設計、銷售人員提成工資制的設計。
  18. Article 13 the employer shall compile wage payment records according to the wage payment cycles, and keep wage payment records on file for at least two years for future reference

    第十三條用人單位應當按照工資支付周期編制工資支付表，並至少保存二年備查。
  19. I am thinking of the women who for a paltry wage are compelled to work out their barren lives ; of the little children who in this system are robbed of their childhood and in their tender years are seized in the remorseless grasp of mammon and forced into the industrial dungeons, there to feed the monster machines while they themselves are being starved and stunted, body and soul

    我想到為微薄的工資被迫出賣勞力的婦女；想到那些在這個制度下被剝奪了童年，小小年紀便落入貪婪之神殘酷魔掌的孩子們，他們被驅入工業牢籠成為機器怪獸的食物，心靈和肉體受盡折磨。
  20. The research on the incentive mechanism, whose difficulty and stress focuses on the design of the compensation mechanism, includes the proportion of the salary, bonus, stock option and selection of the target of firm performance, etc. because of the flaws in the marked mechanism and corporate governance in our country, we need think more over, such as the object of the applied, stock option and the internal & external environments in the design of the soe operator ' s annual salary system

    從國外在該領域的研究成果來看，目前經營者年薪制設計的難點和重點集中在報酬結構的設計，即工資、獎金、期權收入的設計及比例、經營者業績考核指標的選擇、激勵強度的實證分析和信息揭示效率的研究等方面。我國由於在市場競爭機制、公司內部法人治理結構、法律環境完善等方面存在缺陷，使得國有企業經營者的報酬設計除了上述各方面外，還須對經營者年薪制的實施對象、期權設計、內外環境進行分析。
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